Choose metrics that best represent your employee engagement objectives. Your key metrics must help make better decisions and enable you to evaluate the performance of your engagement strategies in action. Keep all your essential metrics in one place. Eliminate data silos.
Let data enable you to ask the right questions and identify new opportunities to improve. Empower your team to work on engagement strategies that align with the overall purpose and can be measured by the set metrics. Be flexible, prioritize actions based on urgency or importance, big or small, you have the framework to rely on.
The factors affecting employee satisfaction changes continuously as the company grows. The process of benchmarking, measuring metrics, and monitoring trends becomes an ongoing process of optimization. Turn insights into common knowledge — a muscle memory — that can be easily applied across other teams in the organization.
Don’t limit reporting results — good or bad — to just the stakeholders and C-Suite leaders. Employee engagement is an org-wide collaborative effort. Tell the story, be transparent, let everyone know you care and how small changes over time leads to big transformations.